Learn about the revolutionary technologies that’s changing the business operations firmament, and how HR leaders could leverage this wave to improve HCM models
Today, a wave of digitization, mobile computing, and intelligent tech-focused solutions has helped re-imagine the traditional workspace.
This has had two clear and definitive impacts on the way companies operate:
Firstly, the emergence of a wide and varied tool-box has allowed firms to discover newer methods and models to attract, retain, and engage with talent. Secondly, HR managers can now look at the ‘big picture – move from merely managing daily schedules & tasks to contributing towards larger organizational objectives.
The writing is on the wall: HR as a practice is changing, every year, at a rapid and furious clip, and it is now important for all HR-Leads to keep an eye on the various beats and curves of this dynamic and vibrant landscape.
Here are six technology tech-trends that will – and is – recalibrating the foundations of human resource management as we know it:
1. The incredible power of Big Data:
Compliance and risk management is critical to every function and task. Now, with technology, HR-Leads can rethink the manner in which vital functionalities are managed, with a focus on speed, agility, and efficiency.
One such breakthrough movement in tech is Big DataOpens a new window ,(Click here to read why Good Data Is The Foundation For Data-Driven People Management) which is helping HR-teams to better assess customers, evaluate the needs and demands of their target audience,  and effectively communicate with possible recruiters/other external stakeholders, while generating advanced insights. This also helps to improve decision-making, map contemporary trends, and streamline data-driven tasks – ScoutLogicOpens a new window , for instance, uses Big Data and analytics to improve background verification.
2. The rise & rise of ‘Wearable Tech’
Most global giants, like Apple, Google, Microsoft, have now started introducing wearable technology across their many devices and platforms. These can help employees stay connected, regardless of location, enhancing time management. In fact, wearable Opens a new window (Click here to learn about Strengthening Your Company’s Wellness Programs with Wearables) offers a number of opportunities for employee engagement, such an increase in productivity, smarter incentivization, and heightened security. Communication standards are improved, and operational efficiencies are also boosted.
3. The Cloud is here to stay
Whether it’s a web app or a native app, SaaS is now a key driver of value across every sector, including HR functions. Cloud-centered applicationsOpens a new window  (Click here to read How the Cloud Benefits People Management) are now an inevitable elements for any business, given how in the past, data storage and collection was a complex and convoluted task. With the emergence of the Cloud, all critical data, such as documents and other important information is always ready for online access, archived and kept secure in a centralized location.
**This centralization of data means that enterprise workflows and other logistics can be streamlined and simplified, with minimal bottlenecks**. From workforce management to product development, from business integration to recruitment lifecycles, the Cloud is a clear game-changer.
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4. The world of tomorrow is all about Mobile Apps
Smartphones are likely to have a stranglehold over the HR landscape, this year. As employees across multiple divisions and sectors access applications via mobile devices, firms will continue to adapt HR systems, as per these movements. HR applications with mobilization as a key in-built functionality, and rich, easy-to-use interfaces will be a predominant requirement for companies.
Consider NestleOpens a new window , a company renowned for their disruptive HCM approach, that’s recently onboarded cloud and mobile capabilities for workforce management.
5. The ever-active environment of Social Media
No matter the business division, or the specific initiative, social media is a tool for connectivity, information, and intersection, like no other. Today, a vast number of HR professionals use channels like Facebook or LinkedIn to manage their recruitment needs. What’s more, firms also like to us other innovative and visually-rich tools like Pinterest and Tumblr, to tell organizational via photos, videos, and other forms of dissemination. Job seekers also use these channels to find out more details about a possible recruiter. Social mediaOpens a new window is now a great place to understand what defines a particular firm, while also listening in, on what the world at large, has to say about what you do, or correspondingly, don’t do.
As time goes by, more and more firms will look at innovative pathways to link their internal hiring and knowledge/information dispensation mechanisms with these highly popular communication & connectivity platforms.
6. The way forward is Bring-Your-own-Device (BYOD)
BYOD is a pretty common among companies across the globe, given that it fosters convenience and user-friendliness, empowering and engaging with the employee. As a result, employees can now use a device of their choice – carry it across sites or geographies – while adhering to basic enterprise security protocols. Remember, this is vital to the application of BYOD as a form – policy guidelines and compliance essentials, must be articulated, ensuring confidential data is protected, and proper measures are in place if the device is stolen or lost.
That’s it then; these and many other new approaches to HR management and practices will revitalize how HR teams and managers work with employees, shifting gears to a new frontier – more human, easy, and designed for productivity.
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